Midterm 1 Study Guide Lecture Flashcards
How does dues define conflict?
A discomforting difference
What are the key elements that are present (explicitly or implicitly) in most definitions of conflict? (6)
Difference Interdependence Opposition Emotion(usually negative) Behavior Context (broad)
What are the “4 Awful Truths” about conflict?
- conflict will always occur
- it always involves costs and risks
- most conflict damage results from dysfunctional conflict behavior
- much of the damage irreversible (broken trust, lost relationships, organizational time and resources)
For what basic theory of human motivation do we draw our concepts about goals in conflict?
FIELD theory: gave idea of goals, goal oriented
Briefly describe each of the “TRIP” goals?
- topic: type a- we want diff, things, type b-we both want the same thing
- relational: how do I want to be treated? Independence, interdependence,boundaries, relational needs
- identity: the concept of “face”, self identity, goals/needs? Identity goals as strategies for content and relational goals
- process: the process/content connection, the process/relationship connection, the process/face connection, the process/outcome connection
What are prospective, transactive, and retrospective goals?
- prospective: Prospective goals are those identified before interacting with the other parties.
- transactive: Transactive goals emerge during the communication exchanges. Transactive goals often shift; a destructive conflict is characterized by a shift from original goals to a desire to harm the other party.
- retrospective: Retrospective goals are identified after the conflict episodes have occurred.
How does Dues define power?
Ability to cause or influence an outcome
According to French and Raven, what is five power “currencies”?
- reward
- coercive-punish
- legitimate-assigned to be in charge
- referrent- who I know, relate to
- expert
Briefly describe Dues’ concept of “leverage” as a tool for assessing relative power in a conflict? Exam question
- the other party’s stake in my being satisfied with the outcome of this conflict
Briefly describe the mixture of emotions that typically accompany conflict.
- anger
- sadness
- fear
- mixed and changing and conflicting
What are two wrong ideas about emotions that impede our ability to manage conflict well?
- ) should or shouldn’t feel emotion
2. ) do or don’t have the right to feel emotion/justification
In what ways does stress interfere with our ability to handle conflict well?
- consumes attention and energy
- increase emotional reactions
- tends to interfere with listening
- increase the threat value of negative messages
- reduces behavioral flexibility
Dues presented several useful rules for dealing with emotions in conflict. What are they?
- treat emotions as internal facts
- report relevant emotions
- never “should” or “object” to an emotion
- control behavior, not emotions (no excuse for abuse)
What are the 5 requisites for constructively expressing emotions? Exam question
- Access-recognize what I’m feeling
- Self esteem-self respect. “I have a place by virtue of being, I am who I am”
- Safe environment
- Communication skills
- Willing/able receiver
Distinguish between distributive and integrative conflict strategies.
- integrative: both have power together, pie can be enlarged, enlightened self interest
- distributive: either/or, if one wins, the other loses, competitive, egocentric self interest
What is a dysfunctional conflict strategy? Define “dysfunctional” and give 2 examples.
dysfunctional: not operating normally or properly
- avoidance
- withdrawal (reduced communication)
- manipulation
- payback
- triangulation
- score keeping
Why (and when) is compromise a dysfunctional conflict management strategy?
-when could’ve reached a win-win, everyone settles for less. Could’ve won 80% of the time
Describe “triangulation” as a dysfunctional conflict strategy, and briefly explain how this strategy harms relationships.
Victim, rescuer, talking to a third party instead of the person you are mad at
-breach of trust, hard to get it back.
How can a person with less power apply the dysfunctional conflict management strategy of imposition?
Covertly, without telling them
-sneaky
Briefly explain Fisher and Ury’s four “principles” for constructively negotiating conflict resolutions?
- focus on interests, not positions
- generate a variety of options
- base decisions on objective criteria
- separate people from the problem
What 2 conditions are necessary for applying Dues’ 7-Step process for negotiating conflict resolutions?.
- define issue in conflict: someones voluntary behavior present tense forward
- someone willing to negotiate
In step 1 of the seven-step process, how should the conflict issue be defined?
DEFINE THE PROBLEM
- DO: focus on behavior
- present or future tense
- DON’T: object to feelings
- judge characters
What conditions and circumstances might we usefully consider in deciding whether to attempt to resolve a conflict by negotiating?
- consider the importance of your goals
- assess the emotions (yours and other partys)
- consider the risks, rewards, and odds of success
- decide (promptly)
- take responsibility for your decision
What is the purpose of Step 4 in the seven-step process for negotiating conflict resolutions?
ARRANGE TO MEET
- approach directly/privately
- state the problem
- ask for a meeting
- reassure and persist
